A publication of the Association of California School Administrators

Relationships at the core

One district’s journey toward collaborative success in negotiations

By Kyley Ybarra | January | February 2025

At Riverside Unified School District, we understand that navigating fiscal challenges requires more than just effective negotiation — it requires collaboration, transparency and mutual respect. Over the years, we’ve worked closely with our union partners to ensure a fair and open negotiation process that benefits all parties involved. By focusing on communication, leadership support and empowering our staff, we’ve fostered a strong relationship that allows us to meet these challenges head-on.

Shifting to interest-based bargaining: A collaborative approach Between 2009 and 2011, we faced many of the same challenges as other districts, including strained relationships between administration and union representatives. To address this, we adopted interest-based bargaining (IBB), a method that promotes problem-solving and collaboration. In IBB, both the district and the unions work together to share concerns, goals and ideas in an effort to find mutually beneficial solutions. Rather than approaching negotiations as a contest, we share information openly and work toward solutions that reflect the interests of both parties. This approach has helped us build stronger, more trusting relationships, ensuring that all voices are heard and respected throughout the process.

Transparent communication: The key to strong partnerships One of our most important steps has been prioritizing open and transparent communication with union representatives. By involving them early in the decision-making process, we can address potential issues before they escalate and foster a collaborative environment that benefits everyone.

Our communication strategies include:

Monthly meetings between the superintendent and association leaders, focused on district-wide initiatives and broader concerns.
Weekly meetings between the assistant superintendent and union leadership to address immediate and site-specific issues.
Monthly problem-solving meetings with representatives from both classified and certificated staff, creating opportunities to discuss concerns and share ideas on new initiatives.

Through these structured and regular communication channels, we ensure that unions are not just informed but actively engaged in district decisions. This transparency helps prevent misunderstandings and strengthens the overall relationship.

Empowering our leaders and staff We believe that healthy union relationships require leadership involvement at all levels — not just within the Personnel Department. Principals, department heads and district leaders play an essential role in maintaining strong, collaborative relationships with union representatives. To support this, we provide ongoing training and coaching to ensure our leaders are prepared to work effectively with unions and foster positive relationships.

Some key steps we’ve taken include:

Providing annual reminders to principals on best practices for working with union leaders.
Creating joint communications with union representatives to ensure consistent messaging throughout the district.
Coaching principals on how to navigate difficult conversations and maintain productive relationships with union members.

By empowering our leaders, we strengthen relationships and ensure that union collaboration is embedded into the fabric of our daily interactions.

Building a positive staff culture A supportive and collaborative staff culture is at the heart of what we do. We’ve made it a priority to train our managers in interest-based problem solving (IBPS), ensuring that they can effectively engage in productive conversations and resolve conflicts before they escalate. Our staff members are encouraged to participate in building-level committees and share their insights, ensuring that their voices are heard at every level. We also provide regular forums for union representatives to raise concerns and offer feedback, ensuring that our staff feel empowered to speak up without fear of repercussions. By maintaining open communication and a commitment to collaboration, we align our goals with those of our unions.

Moving forward: A commitment to continuous improvement While no relationship is perfect, we are proud of the progress we’ve made in building a healthy, collaborative partnership with our unions. We recognize that maintaining strong relationships requires ongoing investment in communication, leadership and staff empowerment. Even when we face disagreements, our focus remains on treating each other with respect and working together to find solutions that benefit everyone.

At Riverside Unified School District, we believe that the strength of our relationships with our unions is critical to our success. By continuing to prioritize transparency, collaboration and mutual respect, we are confident that we will be able to navigate the challenges ahead while supporting the best interests of our students, staff and school community.

For us, it’s not just about winning negotiations — it’s about creating a lasting, positive partnership that benefits everyone.

Kyley Ybarra is assistant superintendent of personnel at Riverside Unified School District and has held the position since 2016. She is also lead negotiator for the district.